Internship Report
Internship Report
Internship Report
31 July 2019
To
Assistant Professor
Department of Management,
University of Chittagong.
Dear Sir,
I would like to thank you for supervising and helping me throughout my internship program in
completing my BBA. This internship program has given me opportunity to experience one of the
latest and unexplored areas of business in Bangladesh and has expanded my present knowledge
manifold. This report is a study on ‘Human Resource Management Practices of Glory Industries
Ltd. (A unit of Sunman Group of Companies)’ with special focusing on organizational as well as
managerial skill with which I was assigned during my internship. It has to mention further that
without your expert advice and co-operation it would not have been possible to complete this
report. You please give me the judicial advice on my effort and grant my paper to fulfill the
requirements of BBA program.
Sincerely yours,
Mahi Abid
ID: 14302144
8th Semester,
Department of Management,
University of Chittagong.
1
ACKNOWLEDGEMENTS
This report is basically a presentation of my knowledge that I have got during my internship
about Human Resource Management Practices. I was assisted by a number of employees with
kind co-operation and valuable information in this regard. So I should thank them. I would like
to thank my honorable supervisor Md. Mohammad Mizanur Rahman Chowdhury, Assistant
Professor of Department of Management, University of Chittagong, and the coordinator of the
internship program Professor A.K.M Tafzal Haque, Department of Management, University of
Chittagong for their valuable guidance to prepare the internship report successfully. I would like
to thanks to the Glory Industries Ltd. (A unit of Sunman Group of Companies) and Mr. Didarul
Alam (Manager Admin), for giving me the opportunity to complete my Internship in such a
reputed organization.
I also thank to the whole management team who make the environment easy for me to learn
about overall role of HRM in corporate sector and tried to help me from the core of their heart.
And I also thank them for their cordial co-operation and guidance in all the way to do my
internship and to prepare this report.
Finally I would like to offer my thanks to all who shared the all activities and prepare this report
successfully. It would be impossible to prepare this report without their help.
2
SUPERVISOR’S DECLARATION
I am happy to certify that this internship report titled “Human Resource Management Practices
of Glory Industries Ltd. (A unit of Sunman Group of Companies)” prepared by a student of
Bachelor of Business Administration belonging to Mahi Abid, ID: 14302144, Session: 2013-
2014, for submission at the Department of Management under the Faculty of Business
administration, University of Chittagong, for the fulfillment of the requirements for the degree of
Bachelor of Business Administration.
I certify that this work and contents of this report has been conducted under my supervision.
.....................................
Assistant Professor
Department of Management
University of Chittagong
3
EXECUTIVE SUMMARY
As part of my BBA program, I have completed my two months internship Program from a well-
known industry named “Glory Industries Ltd.”. During my internship period in “Glory Industries
Ltd.”, I have gained valuable knowledge and experience in the field of Human Resource. So
based on my learning and experience from the organization I have completed my internship
report on “Human Resource Management Practices” that is activities of “Glory Industries Ltd.”.
In this paper I have tried to focus and analyze the core Human Resource functions of “Glory
Industries Ltd.” and what kind of value added services they are providing to their employees. In
the report I have discussed what kind of activities I have done describes in details. The services
include CV screening, Data entry, Job posting, Assist in interviews, help candidate in the time of
joining, assist how they do trained and developed to the new employee and managers, try to
motivate and instruct their employees to do job, help apprenticeship training of employees, assist
development program teaches specific administration and organization techniques.
Initially, I concern report overview- why will I make the report, objective, scope & limitation of
the report and methods of the report- how do I collected primary and secondary data to develop
the report.
In addition it includes organizational overview; that is company profile, mission, vision &
objectives of the company, company structure, management team, products, departments etc.
I also encompass theoretical analysis on HRM, Definition of HRM, function & aspects of HRM,
need of these aspects in professional body etc.
Finally the report has been suggested findings, recommendations and conclusion. Here I
basically tried to provide some suggestions to the management of Glory Industries Ltd. These
suggestions are the outcome of the report. All the suggestions are made according my
observation I think this will help the authority to emphasis hardly on modern HRM systems for
smoothly run the organization effectively of its mission.
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TABLE OF CONTENTS
Chapter-1
.............................................................................................................................................1
INTRODUCTION..................................................................................................................1
1.5 Limitations:............................................................................................................................ 2
Chapter-2
.............................................................................................................................................4
COMPANY
PROFILE...................................................................................................................4
2.5 Products:................................................................................................................................ 8
2.6 Department:......................................................................................................................... 10
Chapter-3
...........................................................................................................................................25
3.3 Recruitment......................................................................................................................... 27
5
3.4 Selection ............................................................................................................................... 34
3.5 Training................................................................................................................................ 35
Chapter-4
...........................................................................................................................................47
FINDINGS AND
DISCUSSIONS................................................................................................47
4.2 Training................................................................................................................................ 58
4.5 Maintenance:....................................................................................................................... 67
Chapter-5
...........................................................................................................................................72
Chapter: 6
..........................................................................................................................................75
6
PROBLEMS, RECOMMENDATIONS AND
CONCLUSION................................................75
6.2 Recommendations:.............................................................................................................. 77
Chapter-7
...........................................................................................................................................80
LESSONS FROM
INTERNSHIP................................................................................................80
References:........................................................................................................................................
.81
Appendices:......................................................................................................................................
..
7
Chapter-1
INTRODUCTION
8
1.2 Objectives of the Study:
Principal Objective:
The principal objectives of the study is to describe the Human Resource Management practices
of Glory Industries Limited.
Specific Objectives:
To find out the problems of Human Resource Management of Glory Industries Limited.
The report entirely discusses the current service offered by “Glory Industries Ltd.” And how they
perform different Human Resource Management Practices at “Glory Industries Ltd.” The report
discusses the current resource policies of the Glory Industries Ltd. At its top, mid and entry
management level employees. The work is not based on any other garment manufacturing
factory otherwise mentioned, or does not include blue collar labor force at Glory Industries Ltd.
Also, it does not try to discuss or conclude on any policies that does not affect the recruitment of
management employees at any rate.
Generally, research method means, to collect data used in research work. The study was
conducted at Glory Industries Ltd. in Chittagong. I divided my information and data into two
parts. They are:
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i. Primary Data
ii. Secondary Data
Primary Sources:
The primary sources of data include the following:
Secondary Sources:
The secondary sources of data include the following:
i. Glory Industries Limited’s website.
ii. Materials published by Glory Industries Limited.
iii. Journals, Newspapers and Books.
iv. Internet.
1.5 Limitations:
Human Resource Department is the most confidential department for any organization. Here as
an intern I am allowed to get limited information for any study. I am not allowed to get the
information which is too much confidential. So in my report all the information I have learnt
from my work.
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Chapter-2
COMPANY PROFILE
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Glory Industries Ltd. (A unit of Sunman Group of Companies)
Glory Industries Ltd. started its journey in Bangladesh in the year 1986. At early years Glory
Industries had to pass very difficult time. It still exists only for its honesty, integrity, moral
scruples and for its business ethics. And for that reason now this organization is in a successful
and stable situation in the subsequent years. Glory Industries never miss to meet future
challenges. This organization always tries to give its best to achieve professional competence and
reliability. It always tries to give something better than its customer’s expectation. For this
reason it’s not only treated as a trusted supplier of readymade garments but also as a caring
partner toward all its buyers and customers. Now meeting the extraordinary requirement of the
customer become a custom for this organization and also a matter of pride for this organization.
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SHORT PROFILE
13
Organizational Chart
14
PAT (Carton Area), Washing unit, Embroidery,
Dining.
room.
2.2 Vision:
To be the leading legend in the garment industry of Bangladesh.
2.3 Missions:
Continue the business with profitability.
15
2.4 Objectives:
supplier.
Train and develop a motivated and skilled workforce considering the “Quality of life”
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2.5 Products:
17
18
19
2.6 Department:
In this report we strived to provide information about the work flow of different departments of
Glory Industries Ltd. Their descriptions are given in the following paragraphs.
Admin Dept.
HR Dept.
Merchandising Dept.
Store Dept.
Testing
Sample Dept.
CAD Dept.
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IT Dept.
Cutting Dept.
Sewing Dept.
Washing Dept.
Finishing Dept.
QC
Administration Department
The administrative offices associated with a garment manufacturing facility are typically
proportional to the size of the manufacturing operation (i.e. larger factories require more
administrative support). Administrative staff manages corporate description such as human
resources, finance and accounting, billing, health and safety, and environmental compliance.
Functions:
Processing order and preparing invoices
Rules of Admin:
Admin department have to maintain 10 rules there are-
Closing register
Lefty register
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Temporary is issue register
Function of Admin:
To monitoring the register book where reported workers attendance & overtime.
To ensure ID Card.
After ending the month before they have to submit the report to the admin manager about
attendance card.
Helping to make the report of each man-power and as per requirement to appointed.
These tools are used for personal safety they have to ensure that.
They observed of the working hour of the workers remarks the admin department of is well
equipped. They play vital roles in a company.
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To ensure the safety of floor.
Function
Human Resources may set strategies and develop policies, standards, systems, and processes that
implement these strategies in a whole range of areas. The following are typical of a wide range
of organizations:
Maintaining awareness of and compliance with local, state and federal labor laws
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Business transformation and change management
Staffing
Maintains retention
Separation
Merchandising Department
An apparel merchandiser, also known as a fashion merchandiser, is the person who conceives
and implements merchandising displays in retail environments focused on the sales of clothing
and accessories. She may dress mannequins, create fashion focused scenes in store windows and
design promotional graphics for in-store promotions. This position normally involves much more
than merchandising. An apparel merchandiser is often the pulse of the retail environment, the
person depended upon to predict fashion trends and incorporate his vision into the store‘s
inventory. A large part of his job is to keep himself educated on the latest fashion fads and styles
around the world and make sure her store is the first to carry cutting-edge clothing and
accessories
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Duties and responsibilities of merchandiser:
To get new order merchandiser collects the address of buyer.
After receiving buyer’s response then planning with buyer for new sample and production
order.
Collect the buyers sample, accessories and trimming and various types of swatches which are
required.
Receive the export L/C & verify it in the technical and commercial point of view.
Estimate time schedule for the export of those garments as per L/C.
Preparing internal order sheets, purchase order, booking sheet, packing list.
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Swatch making and distribution to the production unit and quality concern people.
Preparing quality inspection schedule for shipment and informing to quality department in the
buying house.
He has to handover the products which are ordered by the buyer with undamaged condition.
He also has to motivate people with his logical and pleasant behavior.
Finally, he will ensure how to earn profit through garment export execution.
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Computer Aided Design (CAD) Department
CAD is an acronym for the "Computer-Aided Design" software used in art, architecture,
engineering, and manufacturing to assist Computer. The uses of computers to design and
manufacture a product. The product is designed on a computer (using a CAD program) and then
built or assembled using computers designed specifically for that process.
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Digitizing the pattern
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Objectives of Computer Aided Design:
Make guiltless pattern.
Reduce wastage.
He must have better idea to make pattern of new generated design, or any critical design.
Intelligence.
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Die of fabric
Cutting Department
Definition of cutting is moderately complex. For garments industries cutting can be defined as
―Fabric is cut from the lay and spreading with accuracy and properly which is termed as fabric
cutting. It is basically the process by which different garments parts are cut out form the fabric
lay with the help of a marker (cutting template) and a cutting machine.
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“Glory Industries Ltd.” has it cutting department located at the 4th floor of the factory building.
This department is equipped with 4 cutting table, 6 straight knife cutting machine one bend
knife, and 3 lay cutter machine.
Cutting Markings:
Cutting Line (single size): The outer line of the pattern piece provides a guide for cutting the
fabric. The line sometimes has an illustration of tiny scissors on it.
Cutting line (multi-size): Multi-size patterns have several sizes printed on the same tissue and
are sold in one envelope. Sometimes the multiple cutting lines are all solid, in which case it helps
to highlight your size before cutting, and sometimes each cutting line is a slightly different line
configuration.
Cutting line within the body of the pattern: When the design has a shorter view, there is often
a cutting line for the shorter length within the pattern.
Sewing Department
Sewing is the main function of garment production. Sewing can be defined as the joining of
fabric parts with thread by means of needle. “Glory Industries Ltd.” has sate of the art sewing
section. Sewing section of this garment is divided into two units. One is Glory 1 and other one is
Glory 2. Glory 1 is 2nd floor and Glory 2 is 3rd floor of the main factory building is allocated for
the function of sewing.
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Working Procedure of sewing Department:
Sewing is an operation by which the fabric cut panels are joined together by thread and gets the
shape of a garment. Main responsibility of this department is to stitch fabric together in a
standard way that it meets the needs of a buyer as a garment. As this garment industry contains
20 sewing lines in two units. These production lines are equipped with sound sewing machines.
All the lines are functional and executing the function of sewing.
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Sewing Department organogram:
33
Work Flow of the sewing Department:
Washing Department
The technology which is used to modify the appearance, outlook comfort ability & fashion of the
garments is called garment wash. “Glory Industries Ltd.” has independent washing unit. This
department is responsible for washing the garments in required way.
Garment‘s washing is important for fabrics softness, contrast, one of a kind looks and preshrink.
And also removes dust, dirt, oil spot, size materials, and starch present in the garments.
Once the garment has been finished with all the operations then they are sent to the washing
department for the washing that has to be done for that particular style according to the buyers
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specification and hence it plays a vital role in the final feel and texture of the garment which has
to match the specifications of the buyer 100%.
Wet process
Rinse wash
Enzyme wash
Bleach wash
P.P spray
Tagging
Grinding
Wrinkle
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Washing Department work flow:
37
2.7 Company’s Buyers:
Glory’s customers are typically the top brand importers and retailers from the United States to
the Western European countries, with year-round programs. Some programs are direct from
stores while others are through importers for major retail chains.
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Chapter-3
THEORETICAL ASPECTS OF HUMAN RESOURCE
MANAGEMENT
According to Gary Dessler, “HRM is the process of acquiring, training, appraising, and
compensating employees, and of attending to their labor relations, health and safety, and fairness
concerns.” – (HRM 12th edition P-30)
The role of human resource management is to plan, develop, and administer policies and
programs designed to make expeditious use of an organization’s human resources. It is that part
of management which is concerned with the people at work and with their relationship within an
enterprise. Effective utilization of human resources, desirable working relationships among all
members of the organization and maximum individual development are the objective of HR. The
major functional areas in human resource management are planning, recruiting, employee’s
development and employee’s compensation with welfare.
We know that the garments sector is a very labor intensive industry. If the labors are not handled
properly then it can lead to really bad consequences such we have seen in the past like the strikes
that occurred in Ashulia. The work that is done needs very skilled hands whereas the
implementation of proper training is required. Whenever there is a riot because of salary issues it
is the HR department that takes the initiative of handling the situation. HR department needs to
keep in touch with the skilled workers so that whenever the need arises for labor they can be
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easily recruited without facing the problems of training employees from the start. Then everyday
labors are leaving their job and new people are being recruited, so the issue of recruitment is
always active. All the HR policies are very much in practice in Glory Industries Ltd.
(1) Staffing
(4) Maintenance
3.2 HR Planning
Planning is the process of deciding what positions the firm will have to fill, and how to fill them.
It is often called the primary management function because it establishes the basis for all the
other things managers do as they organize, lead, and control. It involves two important aspects:
goals and plans.
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“Human Resource Planning is a systematic analysis of HR needs in order to ensure that correct
number of employees with the necessary skills are available when they are required.” (Mathis,
2008).
Specifically, when an organization plans strategically, it determines its goals and objectives for a
given period of time. Goals (objectives) are desired outcomes or targets. They guide
management decisions and form the criterion against which work results are measured. Plans are
documents that outline how goals are going to be met. They usually include resource allocations,
schedules, and other necessary actions to accomplish the goals. As managers plan, they develop
both goals and plans.
These goals and objectives often lead to structural changes in the organization, requiring changes
in job requirements and reporting relationships. These new or revised structures will require HR
professionals to direct recruiting efforts to find individuals with skills matching the
organizational strategy.
3.3 Recruitment
Recruitment is the process of finding and hiring the best qualified candidates from within or
outside of an organization for a job opening. The recruitment processes include analyzing the
recruitments of a job opening. The recruitment process includes analyzing the recruitments of a
job, attracting employees to that job, screening applicants, hiring and integrating the new
employees to the organization.
The Recruitment Unit continues to focus on company’s selection processes and enhancing its
talent management tool to respond to the need for speedy and effective recruitment, while
upholding company’s principles of equal opportunity, transparency and fairness. Over the past
decade, researchers have stressed the fact that the recruiters should be more observant towards
the first phase of the recruitment process as it can prove to be very crucial in terms of selecting
the right people to do the job (Barber, 1998; Rynes, 1991).
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recruitment enables the organization to select suitable employees for different jobs. It is the most
important function of the personnel department. It is concerned with the discovery of the sources
of manpower and tapping of these sources so that the potential employees are properly evaluated
and the new employees are placed and inducted to fill up the vacant position in the organization.
Recruitment aims at developing and maintaining adequate supply of labor force according to the
need of the organization.
To obtain an adequate pool of applicants, thereby giving line managers more choices; and
simultaneously provide enough information about the job to head off unqualified applicants
To locate potentially good applicants, conditioned by the recruiting effort’s constraints, the job
market, and the need to reach members of underrepresented groups such as minorities and
women.
Some employers use recruitment pyramid to calculate the number of applicants they must
generate to hire the required number of new employees. This pyramid is given below:
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Given these ratios, the firm knows it must generate 1,200 leads to be able to invite 200 viable
candidates to its offices for interviews. The firm will then get to interview about 150 of those
invited, and from these it will make offers, and so on.
Sources of Candidates:
There are two main sources of candidates in the recruitment process. These are-
Internal Sources
External Sources
Internal Sources
Employee Referrals
Rehiring
Transfer
Promotion
External Sources
Internet
Company Website
College Recruitment
Advertising
Professional Recruiting
Organization
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Steps in Recruitment & Selection Process:
44
Employee Databases:
The increased use of HR management systems allows HR staff members to maintain background
and KSA information on existing employees. As openings arise, HR can access databases by
entering job requirements and then get a listing of current employees meeting those
requirements. Various types of employment software sort employee data by occupational fields,
education, areas of career interests, previous work histories, and other variables.
The advantage of such databases is that they can be linked to other HR activities. Opportunities
for career development and advancement are major reasons why individuals stay or leave their
employers. With employee databases, internal opportunities for individuals can be identified.
Employee profiles are continually updated to include such items as additional training or
education completed, special projects worked on, and career plans and desires noted during
performance appraisal and career mentoring discussions.
Job Posting:
The major means for recruiting current employees for other jobs within the organization is job
posting, a system in which the employer provides notices of job openings and employees
respond by applying for specific openings. Without some sort of job posting system, it is difficult
for many employees to find out what jobs are open elsewhere in the organization. The
organization can notify employees of job vacancies in a number of ways, including posting
notices on the company intranet and Internet Website, using employee newsletters, and sending
out e-mails to managers and employees.
Employee Referrals:
Employee Referrals is a recommendation from a current employee regarding a job applicant. A
recommendation reflects on the recommender, and when someone’s reputation is at stake, we
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can expect the recommendation to reflect considered judgment. Employee referrals also may
receive more accurate information about their potential jobs. The recommender often gives the
applicant more realistic information about the job than could be conveyed through employment
agencies or newspaper advertisements. This information reduces unrealistic expectations and
increases job survival.
As a result of these pre selection factors, employee referrals tend to be more acceptable
applicants, who are more likely to accept an offer, and, once employed, have a higher job
survival rate (Robbins & Coulter, 2012).
Advertisements:
When an organization wishes to tell the public it has a vacancy, advertisement is one of the most
popular methods used. The type of job often determines where the advertisement is placed.
Although it is not uncommon to see blue-collar jobs listed on placards outside plant gates, we
would be surprised to find a vice presidency listed similarly. The higher the position in the
organization, the more specialized the skills or the shorter the supply of that resource in the labor
force, the more widely dispersed the advertisement is likely to be. The search for a top executive
might include advertisements in national publications—perhaps the Wall Street Journal or the
New York Times—or be posted on executive-search firm Web Sites-15. On the other hand,
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advertisements of lower-level jobs usually appear in local daily newspapers, regional trade
journals, or on broad-based Internet job sites like Monster, Career Builder, Yahoo Hot Jobs, and
Craigslist.
Employment Agencies:
Assists in matching employees seeking work with employers seeking workers. Three different
types of employment agencies exist to help employers and workers find each other. Public or
state agencies, private employment agencies, and management consulting firms all provide
valuable employment matching services (Robbins & Coulter, 2012).
3.4 Selection
The selection process is a series of specific steps used to which recruits should be hired. The
process begins when recruits apply for employment and ends with the hiring decision.
“Selection is the process by which candidates for employment are divided into two classes those
who will be offered for employment and those who will not.” (Dale Yoder, 2014).
Selection involves predicting which applicants will be successful if hired. Once applications
have come in, it is time to begin the selection phase. Selection, too, has a dual focus. It attempts
to thin out the large set of applications that arrived during the recruiting phase and to select an
applicant who will be successful on the job. To achieve this goal, many companies use a variety
of steps to assess the applicants.
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Source- http://hrmpractice.com/the-process-of-selection/, 2018
Each step represents a decision point requiring affirmative feedback in order for the process to
continue. Each step in the process seeks to expand the organization’s knowledge about the
applicant’s background, abilities, and motivation, and it increases the information that decision
makers use to make their predictions and final choice.
According to Robbins- “Selection is the screening job applicants to ensure that the most
appropriate candidates are hired”
1. Application Form:
Almost universally used. It is mostly useful for gathering the personal and academic information
of candidates.
2. Written Test:
Must be job related. It includes intelligence, aptitude, ability, personality and interest tests.
3. Performance-Simulation Test:
Use actual job behaviors. Work sampling, assessment center is the example of this test?
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4. Interviews:
Almost universally used. Must know what can and cannot be asked. It is useful for managerial
position.
5. Background Investigations:
Verifying the data given by applicants. The Company can check the reference. Generally, at least
two references are asked for by the company from the candidate. Reference check is a type of
crosscheck for the information provided by the candidates.
6. Physical Examinations:
Are for jobs that have certain physical requirements. Mostly used for insurance purpose.
(Robbins & Coulter, 2012)
3.5 Training
‘‘Training leads to better performance; ineffective training creates problems; training must be a
managerial priority; managers must create a system for training that is tied to actions that ensure
effective outcomes and educating workers to see the big picture is paramount’’ (Mathis, 2008).
Training consists of planned programs designed to improve performance at the individual, group
and organization or organization levels. Improved performance in turn implies that there have
been measurable changes in knowledge, skills, attitude and social behavior.
According to Griffin, “Training usually refers to the teaching operational or technical employee
how to do the job for which they are hired.
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On- the-Job Training
The most widely used methods of training take place on the job. This can be attributed to the
simplicity of such methods and the impressions that try are less costly to operate. On- the-job
training places the employee in an actual work situation and makes them appear to be
immediately productive. It is learning by doing. One of the drawbacks to on the job training can
be low productivity while the employees develop their skills.
Orientation
New-employee orientation covers the activities involved in introducing a new employee to the
organization and to the individuals in his or her work unit. It expands on information received
during the recruitment and selection stages and helps reduce the initial anxiety employees
usually feel when beginning a new job. This orientation can be done by the new employee’s
supervisor, by the people in HR, through computer-based programs, or by some combination
thereof.
It familiarizes the employee with the goals of the work unit, clarifies how his or her job
contributes to the unit’s goals, and includes an introduction to his or her new coworkers.
Organization orientation
It informs the new employee about the company’s goals, history, philosophy, procedures and
rules. It should also include relevant HR policies and maybe even a tour of the facilities.
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The Purpose of Employee Orientation:
Making the new employee feel welcome and at home and part of the team.
Make sure the new employee has the basic information to function efficiently, and what the
employer expects in terms of work behavior.
Start the person on the process of becoming socialized into the firm’s culture, values, and
ways of doing things.
Employee Training:
Every organization needs well-adjusted, trained, and experienced people to perform its activities.
As jobs in today’s dynamic organizations have become more complex, the importance of
employee education has increased.
According to Griffin, “Training usually refers to the teaching operational or technical employee
how to do the teaching operational or technical employees how to do the job for which they are
hired.” Employee training is a learning experience: it seeks a relatively permanent change in
employees that improves job performance. Thus, training involves changing skills, knowledge,
attitudes, or behavior.
Employee Development:
Employee development is designed to help the organization ensure that it has the necessary,
talent internally for meeting future human resource needs. It is more concerned with education
than employee job-specific training. By education we mean that employee development activities
attempt to instill sound reasoning processes, rather than imparting a body of facts or teaching a
specific set of motor skills. Development focuses more on the employee’s personal growth.
Training cannot overcome an individual’s inability to understand cause-and-effect relationship.
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As a result, employee development be predominantly an education process rather than a training
process.
Some development of an individual’s abilities can take place on the job. Three popular
assignments), and three off-the-job methods (lecture courses and seminars, simulation
Job Rotation
Job Rotation means moving employees horizontally or vertically to expand their skills,
knowledge, or abilities. Job rotation can be either horizontal or vertical. Vertical rotation is
nothing more than promoting a worker into a new position.
Assistant-to Positions:
Employees with demonstrated potential sometimes work under a seasoned and successful
manager, often in different areas of the organization. Working as staff assistants, or in some
cases, serving on special boards, these individuals perform many duties under the watchful eye
of a supportive coach.
Committee Assignment:
Committee assignments can allow the employee to share in decision making, to learn by
watching others, and to investigate specific organizational problems. Temporary committees
often act as a taskforce to delve into a particular problem, ascertain alternative solutions, and
recommend a solution.
Traditional forms of instruction revolve around formal lecture courses and seminars. These help
individuals acquire knowledge and develop their conceptual and analytical abilities. Many
organizations offer these in house, through outside vendors, or both.
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Simulation Exercises:
Simulation means any artificial environment that attempts to closely mirror an actual condition.
The more widely used simulation exercises include case studies, decision games, and role plays.
The advantages of simulation exercises are the opportunities to “create an environment” similar
to real situations managers face, without high costs for poor outcomes.
A trend in employee development has been the use of adventure (sometimes referred to as
outdoor, wilderness, or survival) training. The primary focus of such training is to teach trainees
the importance of working together, or coming together as a team. This could be white-water
rafting, mountain climbing, paintball games, or surviving a week on a sailing adventure. The
purpose of such training is to see how employees react to the difficulties that nature presents to
them.
Employers want employees who perform their jobs well. Performance management is used to
identify, communicate, measure, and reward employees who do just that. Performance
management system design is one of the key methods HR management uses to contribute to
organizational performance.
Performance management should originate with what the organization needs to accomplish to
meet its strategic objectives. Each employee has some contribution to make to those greater
objectives through his or her job. In a sense, the sum of all performances in all jobs in the
organization should equal the strategic plan for the organization.
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performance Management Linkage
Source- Mathis-2017
The figure shows how performance management facilitates turning an organization’s strategy
into results. However, just having a strategic plan does not guarantee that any action will occur
on the plan. When organizational strategies have been defined, they must be translated to
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department or unit level actions. Then those actions must be assigned to individuals who must be
held responsible and measured on whether the actions occurred and how well they were done.
In some situations performance management is confused with one of its component parts
performance appraisal. Performance management is a series of activities designed to ensure, that
the organization gets the performance it needs from its employees. Performance appraisal is the
process of determining how well employees do their job relative to a standard and
communicating that information to the employee (Mathis, 2017).
Compensation
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Compensation is the sum total of all forms of payments provided to employees for performing
tasks to achieve organizational objectives. Compensation is a comprehensive term which
includes pay, incentives and benefits offered to the employees.
“Compensation refers to the extrinsic rewards that employees receive in exchange for their work.
It is composed of the base wage or salary and incentives or bonuses and any benefits.” (David,
2017).
Employee compensation refers to all forms of pay going to employees and arising from their
employment. It has two main components-
In turn, there are two basic ways to make direct financial payments to employees: base them on
increments of time or on performance. Time-based pay is still the foundation of most employers’
pay plans. Blue-collar and clerical workers get hourly salaried and paid by the week, month, or
year. The second direct payment option is to pay for performance. Piecework is an example.
Direct compensation
It is remuneration provided to employees in exchange for their labor and services. What makes it
direct is that it is given to the employee without an intermediary. Under direct compensation
there are two sub types of compensation.
Pay: It consists of wages and salaries received for performing work. It can be base pay and
merit pay based on job performance.
Incentives: They are provided for higher performance. They can be piece wage,commission,
bonus, profit sharing, stock option etc.
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Indirect compensations
These are provided for the employee's benefit, but are not given directly to the employee. Under
Benefits are the payments addition to pay. They can be - Pay for time not worked: Paid
vacation, holidays, leaves - Protection Programs: Pension, gratuity, insurance etc. - Executive
reduced cost to employees. They can be - Housing, transport, food -Loans, children’s education
expenses - Discount on purchases, credit cards - Social- cultural recreational activities; club
subscriptions.
Basic wages/Salaries
These refer to the cash component of the wage structure based on which other elements of
compensation may be structured. It is normally a fixed amount which is subject to changes based
on annual increments or subject to periodical pay hikes. It is structured based on the position of
an individual in the organization and differs from grades to grades.
Dearness allowance
The payment of dearness allowance facilitates employees and workers to face the price increase
or inflation of prices of goods and services consumed by him.
Bonus
The bonus can be paid in different ways. It can be fixed percentage on the basic wage paid
annually or in proportion to the profitability. The Government also prescribes a minimum
statutory bonus for all employees and workers.
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Commissions
Commission to Managers and employees may be based on the sales revenue or profits of the
company. It is always a fixed percentage on the target achieved.
Mixed plans
Companies may also pay employees and others a combination of pay as well as commissions.
This plan is called combination or mixed plan. Apart from the salaries paid, the employees may
be eligible for a fixed percentage of commission upon achievement of fixed target of sales or
profits or Performance objectives. Nowadays, most of the corporate sector is following this
practice. This is also termed as variable component of compensation.
Piece rate wages are prevalent in the manufacturing wages. The laborers are paid wages for each of the
Quantity produced by them.
Sign on Bonuses
The latest trend in the compensation planning is the lump sum bonus for the incoming employee.
A person, who accepts the offer, is paid a lump sum as a bonus. Even though this practice is not
prevalent in most of the industries, Equity research and investment banking companies are
paying this to attract the scarce talent.
Profit sharing is again a novel concept nowadays. This can be paid through payment of cash or
through ESOPS. The structuring of wages may be done in such a way that, it attracts
competitiveness and improved productivity.
Fringe benefits
The provision of fringe benefits does not attract any explanation. These include:
Company cars
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Paid vacations
Entertainment tickets/allowances.
Reimbursements
Employees, depending upon their gradations in the organization may get reimbursements based
on the Expenses incurred and substantiated.
Sickness/Maternity Leave
The increasing social consciousness of corporate had resulted in the payment of sickness benefit
to the Employees of companies. This also includes payments during pregnancy of women
employees. The expenses incurred due to injury or illness are compensated or reimbursed to the
employees. Companies are also providing supporting financial benefits to the family of the
bereaved employees. However, companies covering these cost through appropriate insurance
policies like, Medical and life insurance. Basic Employee Benefits Other than the above benefits
there exists provident fund system, a gratuity system, group-hospitalization Insurance policy,
Employee security and welfare fund maintained by the project. Allowances are also available for
deputation employees but car allowances are only for the grades above Senior Officers. There is
no annual increment.
3.8 Maintenance
The maintenance function is concerned with providing those working conditions that employees
believe are necessary in order to maintain their commitment to the organization. The objective of
the maintenance function is to retain people who are performing at high levels.
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Employees’ maintenance has wider dimensions than wage, welfare and safety plans in
workplace. Meanwhile, it doesn’t imagine the employees’ expectations are the same in every
organization, and it seems to recognize these expectations is not easily. When it is discussed
about employees’ maintenance, it is needed to study the various aspects of individuals, group,
and organization desires, and to care individual differences in workplace. (Mirhoseini, 2001).
HR maintenance is the process of designing safety, medical care plans and welfare actions.
(Syedjavadin, 2004). Beside these dimensions, there are intangible emotional and conceptual
dimensions that their assessment is difficult. However, HR maintenance system consists of
following actions:
Preventive actions: these actions are plans for employees’ safety in the workplace. They try to
decrease some hazards that relate to work.
Medical care actions: these actions are plans to make better diseases that create due to work
conditions.
Welfare services: these services do not relate to individual job and they consist of consultant,
social and sport activities and so on (Armstrong, 2006).
Retirement actions: they are actions and plans after employees’ retirement to their better life.
Insurance actions: these actions are included financial supports such as accident insurance, life
insurance, and so on. (Syedjavadin, 2002).
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Chapter-4
FINDINGS AND DISCUSSIONS
In recruiting worker/Staff the Glory Industries Ltd. follows these procedures are narrated below:
Worker’s referral
The zonal head will approve the requisition considering the setup, order/ work position etc.
A committee comprising of senior officials including the zonal head, if possible, should be
formed to recruit Officer/ Clerical Staff.
Persons required to be recruited for any higher position should be notified to Corporate
Administration Department, for recruitment through newspaper advertisement.
Vacancies announced by advertising, posters, leaf lets, putting banners at the front side of the
main gate, different places, and reliable sources.
Application receives from hand to hand and in most of the cases walk in interview system is
followed.
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In cases of skilled workers, recruitment’s being done by “on the job test” (Practical interview)
In cases of unskilled workers, recruitment’s being done by written and Oral test.
Salary, wages, and other benefits fixation is done in fulfillment to the applicable Bangladesh
labor laws-2006 and minimum wages gazette.
Manpower Requisition
Departmental manager (e.g. Sewing, Finishing, Washing, Drying, CAD etc.) determines the Man
Power (Staffs/Workers) requirement as per process & machines.
After preparing manpower requirement, a written request in a prescribed form (i.e. Manpower
Requisition Form) is sent to Unit HR for recruitment.
Unit HR then attach an analytical report to the manpower requisition form that shows previous
two month’s joining and leaving of workers/staffs, and then send these to Corporate HR.
Corporate HR evaluates the need of manpower and sends to Group General Manager and
Director for approval.
Sourcing:
Once the manpower requisition form is approved Unit HR go for advertisement- a banner is
hung up in front of gate of the company or worker’s referral is used.
Assessment:
1. At the day of assessment, primary selection is done in gate by checking physical appearance
for age and fitness, or checking educational qualification.
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2. Selected candidates are given token (New Recruitment Trial Card) and send to Unit HR
department for secondary assessment.
3. Medical Test is done for age detection and other health checkup.
4. Age Certificate is verified on the basis of clinical findings/ ossification test and his/her eye
vision test report.
5. Primary Selection Report is provided & filled it up where his/her salary/ wages are mentioned.
And then sent to him/her for the Technical Te
6. Technical test is done for operators such as machine or process test and then salary is fixed.
8. Background Check Format is filled up for security purpose with the help of his/ her reference.
There have some questions about the candidate’s personal history background for security
purpose.
9. Finally, an appointment letter is provided but permanent Employee Settlement Card is not
given because some target & conditions are applied for a specific period (2/3 months) of time.
10. If the target & conditions are not fulfilled, company has to provide a card to the worker to
increase the period of entry due to be more skilled. And informed that “Your work is not in a
satisfactory level
11. After the end of that period, The Employee Settlement Card is given to the candidate and is
informed that “Your appointment has been made permanent due to the completion of the
entrance in a satisfactory level.”
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- Verifying various certificates e.g. JSC/SSC/HSC certificate.
- Asking to get and submit required documents with provided documents on the joining date
such as 6 copy Passport size photo, 3copy stamp size photo, 3 copy Nominee’s passport size
photo, 2 copy photocopy of National ID card, 1 copy photocopy of blood group certificate, and 1
copy photocopy of Nominee’s voter ID card etc.
Joining:
1. On the Joining date (usually the second day of assessment), all submitted documents are
checked.
2. Information of new workers/ staffs is posted on the Company’s Software named Employee
Management System (EMS).
3. Appointment letter is issued and worker’s/staff’s signature and Unit HR manager’s signature
are taken on it.
6. Placement
This training briefs newly recruited workers on several policy of the company. These policies are
discussed below:-
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Worker Recruitment Policy:
Leave Policy:
2. Casual Leave: Ten days in a year with full salary, has to be consumed within 31st December of
every year.
5. Earned Leave: One day for every eighteen working days after one year of continues service.
6. Maternity Leave: 112 days or sixteen weeks after six months of continues service.
In the factory fatal accidents can be occurred at any time due to carelessness. So it’s very
important to be aware of. For avoiding such circumstances Glory Industries Ltd. arrange for
training programs on safety measures like how to use mask, scarf, goggles, needle guard, belt
cover, safety glasses etc.
The normal working time is eight hours per day from 8 am to 5 pm with one hour break. A
worker can have only two hours overtime opportunity per day.
(Basic Salary/208)*2
Bonus Policy:
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Festival Bonus: There will be two festival bonus in a year for the workers who served the
company for three months. The amount of bonus is equals to the basic pay.
Present Bonus: A worker must present every working day of the month to get the present
bonus.
This training discusses about the importance of using several personal protective equipment that
helps workers to be safe in using the machineries. Here everyone is told to carry his or her own
ID card, to wear face mask mandatorily, to keep the scissors knotted with a rope, to attach the
needle guard with machine. It also discusses the necessity of using hand gloves and rubber matt
on machine’s footboard.
Refreshers Training:
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The content of this training is same as the Orientation Course of new workers training. Them key
difference is it is for the existing workers while the previous one is for new workers. Factory
rules and regulations, working hours and worker’s facilities related policies are also discussed in
this training.
The training starts with the slogan “Company’s property is our trust”. The machine safety
training provides some guidelines on how to use the machine safely. Such as before starting the
machine it should be checked whether the machine is situated on a flat platform. It should be
checked whether any electrical disruption is in the machine. Clearing session of machine should
be conducted three times a day, i.e. before starting the work, after lunch, and before leaving the
factory. The training also tells to check the fuel level of the machine, to check whether all parts
are attached with the machine, to keep the oil tank neat and clean and to avoid wearing tightly
fitted clothes.
It discusses about the root causes of accident & the preventive measures of those accidents.
Sometimes the needle bends with the fabrics which can cause accident, so it should be carefully
handled. While using scissors it can get lost in the fabrics. So scissors should be knotted with a
rope.
This training is conducted by a certified doctor. The causes and preventions of fever and diarrhea
are analyzed and discussed in this training session.
This training session encourages workers to keep the wastage of the factory in a specific dustbin
and dump them in the safe place after every working day. Workers are also told to be careful
about letting any wastage left on the floor and not to keep any chemical container opened in the
factory. Waste management staffs are also trained about the side effects of and prevention from
the diseases inherited from it.
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Training for Security Guard:
This training is provided to the security guard of the company. The trainees are briefed in three
specific areas. These are: - Every guest and unknown individual’s identity should be verified
before entering into the factory. No worker should be allowed to leave the factory without
showing a valid pass. All entrance of the factory needs to be checked at the end of office hour.
Firefighting:
This training is for all the individuals of the company. This training covers the following matters.
In the time of fire one should scroll down the ‘call point’ and to help each other to come down by
the emergency exit stairs. The firefighters are told to wear fire mask and to search the source of
fire. If the fire is severe, the hose pipe should be used.
This training is conducted for the employees of top level management. In this training, the basic
management policies are discussed. The discussion covers the following things. Top level
managers should not discriminatively behave with the workers. They should consider
educational qualification, experience and skills while hiring workers. They should respect the
workers and create a harassment free working environment. They should follow payment policy
of National Labor Law in case of workers salary, wages and other compensation facilities.
Workers should be given notice one month prior to termination and one month salary or gratuity
whichever is higher. No workers should be forced against their will to work. Every worker
should be provided bonus and leave facilities according to the policy.
Mid-Level Management:
Mid-level management training is conducted for the employees like supervisors of different
sections (e.g. cutting, se Mid-level management training is conducted for the employees like
supervisors of different sections (e.g. cutting, sewing, finishing etc.). This training suggests
supervisors to create awareness among the workers about safety issues & ensure their
participations in safety related training. It also tells them that no worker should be forced to work
against their will and every worker can express their complaints through the suggestion box. The
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training also suggests verifying the workers identity, to verify the age of workers through
different documents during the recruitment and to inform the workers about the rules & facilities
provided by the company.
Performance management system has to go through four steps to get the best result.
First of all, the organization must determine the purpose of the system and how it will be used.
A performance management system may have several purposes and the organization has to
design that in such a way that goes with their objectives. Glory Industries Ltd.’s purpose is
mainly to develop employees, enhance motivation and facilitate human resource planning.
Second step of the system is to decide who will be responsible for this performance
management system. According to Manager Admin, Mr. Didarul Alam, three participants are
involved in their PMS- Supervisor, employee himself and subordinates. First they do the self-
assessment, then subordinates give their opinion, and supervisor plays the most important role by
updating their appraisal form.
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Next step is to find how to evaluate - absolute or relative. Absolute is comparing one’s
performance with the standard and relative is to compare with other employee’s performance.
Glory Industries Ltd. never does the absolute process. Instead they compare their performance
with pre decided standard.
Finally organization decides the method to be used in the system. Many methods are available
including Graphic rating scale, Behaviorally Anchored rating scale , Management by objectives,
Forced distribution etc. Glory Industries Ltd. basically follows MBO where they have corporate
goal, individual employee has a goal, supervisor monitors the progress, and then evaluates the
performance and finally department heads decide the reward. Glory Industries Ltd. keeps
computerized document for each employee which is being updated after every appraisal.
Management of this company believes that all the workers must be rewarded according to
evaluation on the basis of their individual performance. Evaluation will be done irrespective of
sect, group, gender, rank or place. Evaluation of personal efficiency is the best way to evaluate
working efficiency. Management does not believe in evaluation the extraordinary performers
only, but also takes step to build a skilled manpower through education and training of the weak
cause. A simple but procedural and scientific method is applied to carry out perfect evaluation
every year. Management believes that no evaluation be surprising and exciting. A worker must
have clear idea about their good or bad performance. Mentionable efficiencies of each worker
must be recorded throughout the year and those should be consulted during the final evaluation.
Each worker must have clear ides on the points on which emphasis are put in the system of
performance evaluation.
Transparency of Workers Evaluation System is important to make it effective. The only way for
transparency is to make all aspect of evaluation clear to both the evaluation as well as the worker
to be evaluated.
The management will follow the under mentioned points to keep the transparency:
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a) All workers, supervisors, line chiefs and management staff are informed about evaluation
system through training.
b) All supervisors, line chiefs and other evaluators are directed not to make any discrimination
during evaluation.
c) Evaluation to be done through discussion between the evaluator and the person to be
evaluated.
d) Workers to be informed on their weak areas throughout the year instead of informing during
the evaluation time only.
f) Workers, who will be evaluated, must be advised regularly to improve their performance. The
under mentioned directives will help the evaluation and the person to be evaluation in
understanding Evaluation System properly.
The current monthly minimum wages is equivalent of 5400 taka and ensure minimum wages
for other grade workers.
40% allowances.
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Any work after 8 hour will be treated as overtime. Mentionable here that maximum total
working hours a day are 10 hour and per week 60 hours.
A worker will get double payment the basic for working overtime more than 8 hours.
Overtime calculation: Basic ÷ 208 × 2 ×actual O.T. hours. 208 means total working hours in a
month = (26 × 8 =208).
No employee is allowed to work more than 10 hours a day & 60 hours a week.
Incentives:
Company pay attendance bonus 300 tk. for full attendance in the month & deduct 200 taka for
01 day absent in the month.
Provident subsidized
Transportation facility.
Facilities:
Employee and worker are done permanent after four month provision period. Allpermanent
employees and worker are eligible to be a member of P.F. every month taka @8.33% of basic
pay is deducted from each member and deposits the equal amount to the fund.
Two festival bonuses paid to every employee in a year. Equivalent to two basic of
wages/salary during two ‘Eid Festive’.
Provided free Medical facilities. To face any emergency company provides free ambulance
services, TB treatment provided at no cost in certain circumstances from Gov. Hospital.
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Leave encashment: after completion of year if any employee who does not enjoy portion of
earned leave or leave not granted as per rules, the amount of that leave paid in cash.
Leaves & Holidays: There are 5 types of leaves are provided to the employee in a year.
Maternity leave- 112 days (8weeks + 8weeks) with pay for twice in whole life.
From my observation and practical experience I found that, Glory Industries Ltd. provides a
good benefits and compensation to the workers. They follow the regulations strongly regarding
the workers. The regulation that Glory Industries Ltd.
Company policies
Government law
Buyer requirement
There are some challenges are facing to Glory Industries Ltd. to maintain the HRM practices.
These are-
When I worked on recruitment and selection procedures in Glory Industries Ltd. I found out that
the recruitment and selection policies are not updated. They followed on old procedures that are
time consuming and costly.
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2. Training and Development policy:
Training is very crucial issue as the whole industry is very labor extensive. At Glory Industries
Ltd, employees are provided with complete scale of training orientation which they will apply in
the professional operations. It helps them to carry out their duties day in, day out. Take one
example of impact of training. In the garment industry, the deadline is very strict and any failure
in meeting the deadline often results in the cancellation of orders. At Glory Industries Ltd, in
training sessions, one very important message to the staff remain that they have to get done with
their jobs in time, no delay is allowed. They are trained accordingly with technical know-how
and motivation. If this practice would not be there, the company would potentially not be able to
meet the time points and thus would lose a good amount of orders and subsequently the buyers
would retreat from Glory Industries Ltd. So, here it proves the importance of training.
Glory Industries Ltd. has its own style to assess and manage performance. Their performance
management is directly related with training program. They first examine the performance and
on the basis of that they decide whether training is needed or not. After providing training to
weaker employees they again do the performance appraisal to find out if training was effective or
not. Finally they determine the salary contingent on performance.
Even though they do this appraisal semiannually or twice a year, they keep updating their
performance appraisal form every day. They never compare one employee’s performance with
others. They have a pre settled standard and they compare the performance with that. This is the
general process of performance management system.
They do this PMS to find out what kind of training is needed for individual employee.
In garments, supervisor watches over the employees which makes them perform better
Glory Industries Ltd. believes if the leader is not cooperative, subordinates will not give their
best. That is why they take their opinion in performance management system.
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Supervisor knows his employees, their nature, skill very well. So the main responsibility of
updating the performance document is given to him. He decides which employee needs training,
At Glory Industries Ltd., the size of compensation package for a new employee largely depends
upon the amount of experience and apparent potential they show through the recruitment
process. For others, usually, there is a certain salary structure reviewed bi- annually according to
the overall performance of the company. However, performance is the other measure that sets the
bar of compensation for individuals. Every employee goes through challenge to achieve the
professional experience. Works are best done under pressure. People and employees are all
engaged with pressure but those who can live up to the challenge are rewarded with hefty
compensation package.
Chapter: 5
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Inability in using data effectively.
Difficulty in balancing the speed of hire with quality of hire.
Lack of efficiency during the recruitment process.
Failure to provide superlative candidate experience
Technology Misalignment
Every clause at the guideline provides opportunity is coping to the workers to be more benefits.
The clauses established to see the workers facilities. Also the guideline assures the security of
workers benefits and HR. Though all the facilities provided by the Glory industries Ltd. to the
workers, still the worker turnover rate is extremely high in Glory industries Ltd. I have found
few reasons that may be the reasons for the workers turnover. They are given bellow:-
They can move from one company to another in a very short time. They are contractual or
permanent but because of their tendency to get new management and perception regarding that
other company provides better facilities is major reason for switching the company. And the
industry is in high growth so there is a huge demand for workers. So the option of getting job is
always open.
Some companies are providing better working environment, some are providing good working
condition, and some are providing in salary, work pressure, working period.
o Distance:
Many workers do not come in workplace on time. As a result the productivity of the garment is
decreased. So distance to work place from home is one a big problem.
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Workers focus what their need is. If salary is the reason then their switching rate is high.
Similarly other benefits are in consideration. But there are also the perception plays a vital role.
o Other problems:
When the company arrange training program, I think they face to some problems. These are
If supervisor is biased to any employee, he will always be benefitted and the others may
have to suffer for that.
It is really hard for one supervisor to look over so many employees and evaluate their
performance. it will take long time as well as mistakes may arise.
To evaluate the garment worker they do the evaluation manually which makes the
process very lengthy.
Top management can’t communicate with middle management and lower level management.
Besides lack of monitoring, the productivity of the factory is reduced and the workers and
employees engage in unethical works.
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The discrimination of facilities and don’t pay compensations and benefits on time to workers, the
workers discourage their work. As a result the productivity is decreased as well as turnover rate
is increased.
On the basis of my two months Internship experience I have found some compensation and
benefit problems of Glory Industries Limited. These are followings:
i. Basic Payments for the lower and mid level executives are not at the level so that they can
be motivated at their level best. `
ii. Work pressure relative to their compensation is not at their satisfactory level.
iii. Many mid and lower level executives cannot maintain their living cost with the payment
they get.
iv. Wages for the workers are fixed as the government sets the wage rate of the workers. They
don’t pay them more than that for the respective posts.
v. Workers cannot maintain their family cost with this wage level
vi. House rent for the management employee is not 100%.
vii. Sometimes workers have to work more than the pay which is very low relative their cost
viii. House rent of the workers is also 50% of their basic pay which is very low relative their
cost.
ix. The company follows very limited benefits for the employees
6.2 Recommendations:
Basically recommendations mean suggestion about what should be done. Therefore, as an intern,
I have limited knowledge about the respective field. To be a good is not perfect for this
competitive market of RMG sector, they have to be perfect. For that reason there are some
recommendations that I would like to suggest:
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For internal recruitment Glory Industry should follow “Succession Planning” technique
especially for those post which are tend to create leader (e.g. Assistant Manager). This technique
will help Glory Industry to avoid extra training cost which will occur if they hired employee
from outside.
More facilities should be given in order to increase the job satisfaction in the company. It is a
fact that if the employees are happy then they will feel more motivated towards work and thus
increase the productivity in the long run. Many facilities can be provided to the labors such as
health benefits, occasional arrangements during festivals, air conditioning, health care and more
importantly day care centers for the female employees who have children. The Reporting
Officers must be more cooperative, cordial and friendly to HR department.
Glory Industry’s recruitment team should consider the "reliability" and "validity" of the methods
they use as part of the selection process. This means that the selection methods should be
consistent and measure what they are intended to measure.
Employers need to be aware of the possibility of discrimination occurring during all stages of the
selection process, and make every attempt to mitigate this risk.
According to my observation I have found out that one of the main reason of the employee
turnover is because of the line managers. The line managers make them go through a lot of
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hassle. The line managers also take bribe from them for appointing them or introducing them to
the HR.
At first, the employees’ requirements and needs should be fulfilled and then they can become
aware of their customer’s needs. We learn from this that it will reduce employee turnover and
can contribute to increased customer satisfaction. This segment also talks about the
empowerment of the employees. It is important because it increases employees’ latitude in
performing their daily tasks including solving customer problems and handling service failures,
and it is related to increased frontline service employee performance.
To streamline and strengthen the Compensation and Benefit policies of the factory the following
areas have been identified:
Basic Payments for the lower and mid level executives should be increased so that they
can live better and thus their satisfaction may increase.
Work pressure relative to their compensation should be in a way that they can feel that
their work is being paid off.
The company needs to analyze the conditions of worker and their works and they
should pay according to their analysis thus they will be better satisfied.
Wages for the workers should pay according to their works rather than the fixed lower
rate.
House rent for the should be 100% specially for the low and mid level management so
that they can meet up their house rent cost.
The company should follow standard overtime policies.
House rent for the employees also should be increased to 100%
The company should increase its benefits for the workers so that the workers feel
satisfaction.
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6.3 Conclusion:
It was a great opportunity for me to work on this company and acquire a wider view on the
reality. I learned a lot regarding HRM activities like recruitment, selection, training, fair
performance management system, compensation and maintenance etc. From my report, I have
learned lots of HRM related things that are being practiced in garment sectors and also known
this RMG sector that is a larger contributing in our national economy as well as their people’s
improvement of livelihood & increase efficiency & effectiveness. In my 8 weeks of internship, I
see that the management of people is more difficult than the management of machine because
different people have different needs and these are the responsibilities of HRM department to
satisfy the needs of each individuals. I really had enjoyed working with the HRM team where I
got to see the real life experience along with wonderful human beings. At last I can realize that
proper exercise of HRM practices can lead an organization towards the pick of achievement.
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Chapter-6
LESSONS FROM INTERNSHIP
I have followed various activities of the HR department of Glory Industries Ltd. (A Unit of
Sunman Group). Which are described in brief. HR department implement various policy
provided by the corporate management of the Glory Industries Ltd. The main functions of the
HR department are human resource planning, recruitment and selection, training and
development, compensations and benefits, and employee’s maintenance of the company. HRD
also facilitates to provide various information to the corporate management. HRD implements
the corporate rules and regulation to overall organizations. I have learned how to recruit and
select the worker/ employees of the organization. I also have learned some rules& regulations of
the HR department of the organization which are related to-
File management.
Making monthly salary report.
Attend training session on Grievance.
Writing service book and auditing the file.
Data entry in several areas.
Documentary observed how to deal with different grievances.
Steps of the working process of different unit includes, (Cutting, production, Washing,
Embroidery etc.)
How to manage diversified workforce.
Checking leaves of the employees.
How they discuss among them on various internal issues.
How to behave with peers.
How to appreciate good performance and how to rebuke the workers while they make
any mistake.
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References:
Armstrong, M. (2003); Human Resource Management practice (Eighth ed.). London Koganpage
Ltd.
Yoder, D. (2014); Personnel Management and Industrial Relations (Fifth ed.). Englewood Cliffs,
NJ: Prentice-Hall.
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Appendices
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